APAC Talent Landscape: Key motivators and flexibility expectations

The Asia-Pacific (APAC) region remains one of the most dynamic and competitive talent markets worldwide.

Organisations across Australia and the wider region are navigating a landscape shaped by rapid economic shifts, evolving workforce expectations, and an increasing emphasis on flexibility and purpose.

At Guidant Global, the year-end is more than a time for reflection, it’s an opportunity to forecast what’s next. Hiring strategies in 2026 will need to go beyond filling roles; they must anticipate the motivations driving candidates and align with the flexibility they’re after. Employers who fail to adapt, risk losing ground in a market where talent holds the power.

Below we highlight from our experience the top motivators influencing career decisions and the flexibility requirements that we feel at this point will define success in the coming year. Read on to find out what will attract, engage and retain the best talent in APAC as we transition into 2026.

Work-Life Balance

Work-life balance has overtaken traditional motivators like job security in several APAC countries. Post-pandemic shifts have made flexibility and wellbeing central to job decisions. Trends like shorter workweeks, hybrid arrangements, and technology’s role is enabling remote work, are all key questions candidates now ask about. To add to this, there is also a focus on the growing importance of activities and leisure outside of work as a counterbalance to achieving productivity. All of these points are moving to the forefront of candidate job searches and role decisions.

Purpose and ESG Alignment

Values-driven employment is gaining traction. More APAC professionals now consider a company’s Environmental, Social, and Governance (ESG) principles, including sustainability and Corporate Social Responsibility (CSR) initiatives when choosing an employer. This trend reflects a growing desire for meaningful work and alignment with organisational purpose.

Career Development and Upskilling

Continuous learning is no longer optional. Skills development is sited as one of the top career drivers among many APAC candidates. Organisations offering structured upskilling programs and clear career progression pathways will have a competitive edge.

Competitive Remuneration

Salary continues to be the leading motivator across APAC markets. Despite economic uncertainty, candidates expect competitive pay packages. A recent Mercer report forecasts 2026 salary increases in Australia to range between 3-4%, while cost-of-living pressures and retention strategies have driven merit increases to a 10-year high in 2025.

Candidate Flexibility Requirements

Hybrid and Remote Work

The demand for flexible work arrangements continues, with location flexibility emerging as a key factor; organisations adopting dispersed operating models that enable employees to work from multiple hubs or “work from anywhere” models are successfully attracting highly skilled talent. More than 80% of Australian employers expect hybrid work to remain stable or increase in the next two years, according to recent research from the Australian HR Institute.

Flexible Benefits

Beyond work arrangements, candidates expect customisable benefits packages. Popular options include wellbeing subsidies, additional leave, and family support programs, initiatives already embraced by leading APAC employers.

Strategic Implications for Employers

To remain competitive in APAC’s talent market, organisations should:

·       Embed Flexibility in Employer Value Proposition (EVP): Position hybrid work and wellbeing initiatives as core elements of the employer value proposition.

·       Invest in Skills Development: Offer continuous learning opportunities to address the growing “learning leadership” gap.

·       Align with Purpose: Demonstrate commitment to ESG and social impact to attract values-driven candidates.

·       Localise Strategies: Adapt approaches to cultural and market-specific nuances, balancing global frameworks with regional expectations.

The APAC workforce is motivated by a blend of financial, personal, and purpose-driven factors. Flexibility, both in work arrangements and benefits, is no longer a perk but a baseline expectation. Employers that embrace these shifts will not only attract top talent but also build resilient, future-ready organisations.

Looking at your workforce planning for 2026? Let’s book a discussion about how we can help. Get in touch.